This video and article are a part a six-part series: “One Question with…Rehmann Advisors on Discovering Your Organization’s Great Advantage.” This series features a select group of Rehmann advisors who unpack six questions on timely issues, as well as reveal practical advice for today’s ever-evolving economic and business landscape. Learn more about this series and Rehmann’s solution offerings here.
In almost every organization, human resources are becoming increasingly a priority given all the changes in today’s workforce and with an ever-changing economic landscape – and it can be hard to keep up. We sat down with Rehmann’s Elizabeth Williams, who leads our HR solutions team, to discuss what it looks like for an organization to outsource its HR – and how doing so can become your great advantage.
First, let’s consider why an organization may want to outsource its HR. Maybe your HR team is overwhelmed and needs support for special projects, or someone to take a step back and look at the bigger picture.
From tackling one-off projects to establishing a long-term relationship, outsourcing your HR can fill gaps and support your organizations in a variety of ways. Your organization can have access to experts for a one-off project, a certain number of hours a week, or for a long-term ongoing relationship. Once you grow enough to hire someone full-time, your outsourced HR partner can recruit for that right fit role because they know the company culture and the skill set required.
A closer look: benefits of outsourcing your HR
- Recruiting. Your outsourced HR partner can look at the overall onboarding process to ensure the relationship you are building is “sticky,” lasting over time. It is just as hard to recruit a new employee as it is to retain them.
- Project completion. No matter the size or scope, a quality HR partner can help your organization plan, create, and complete projects.
- Due diligence. Whether you are looking to purchase or sell, the due diligence process can be intense. It is important to assess HR compliance issues and consider employee factors before purchasing. Sellers will need to disclose any compliance gaps and clarify information that can impact the company’s evaluation.
- Compensation studies. The outsourced HR team looks at data based on size, location, revenue, and job descriptions, including hybrid roles wearing multiple hats. This helps your organization stay competitive in today’s job market.
- Employee engagement. Understanding the latest employee engagement findings and trends is important, and your HR partner can help analyze results and produce solutions to drive engagement and your organization.
- Compliance. The most important part of HR is compliance – compliance issues can lead to fines for an organization. It is smart to conduct an HR assessment to see if you are following state and federal laws and regulations, and to ensure you have proper documentation and practices in place. From there, your outsourced HR partner can make recommendations on what needs to be fixed for compliance and best practices for recruitment, performance evaluations, and training.
At Rehmann, our HR solutions team covers a wide range of HR services with a deep bench of experts who can scale your organization’s HR needs, whether that means outsourcing certain tasks or partnering more fully by having an HR business practitioner in place for your organization. We have HR strategists and a team that specializes in different industries, so you get specialized support.
